It is only natural to want to get rid of the more troublesome personnel in such circumstances. As other workforce see the insubordinate individual "getting away" with being disobedient, they become more inclined to behave in that manner as well. Also, the customers like Sally and they often complimented her to the supervisor. The longer a insubordinate worker continues to make problems, the worse the workplace environment will become. As long as your personnel have good work habits and show up on time, you can't fire them for being in jail as this is bias against their crime. Here you can terminate the jobholder quickly because you have a responsibility to the well-being of the other workforce and the business.

If the drug or alcohol abuse while on-the-job causes the misbehavior, then the obvious solution would be to dismiss the employee. If the worker continues to be insubordinate, however, you'll have no choice but to carry through with reformatory actions. After her final written notification, you can fire her when she continues to perform below your directives. Before writing a jobholder reprimand notice, you should obviously make clear the behaviors and performance you expect from the employee. I suggest the employee's supervisor does the lay off, unless you're also separating this boss. Family and Medical Leave Act (FMLA) also applies to sick and disabled workforce. First, your other employees may believe you're discriminating against them when you come down on them and do not come down on the difficult individual. And remember while the worker may be innovative, it is your responsibility to make sure the firm's overall wants are met. If the worker continues to be bad, however, you will have no choice but to carry through with reformatory actions. Lastly, it helps both employer and employee move forward.